When leaders use their power and prestige to manage!

Do you allow the environment to create growth or do you create a toxic atmosphere where employees are afraid to voice their opinion? If leaders are stable and sound the rules make sense to the employees and inevitably they will perform to the best of their ability.

As leaders, check your mental demons to determine if your own makeup gets in the way of your interactions making the systems and structure pathological. When these leaders with demons reach the position of power they create a dysfunctional organization. The results are miserable employees who are looking for a way to exit.

The positive piece is that good leaders recognize their problems and have the strength and integrity to fix the issues. If, on the other hand leaders have grandiose fantasies about themselves and lead by micro managing the actual guarantee is failure to succeed.

Leaders who yield to the wake-up call of their reality and do not listen to a safe and sound way to create a stable structure often go the route of dead end. These leaders often have poor insight which interferes with the manner in which they are perceived by others.

When leaders blame others for their mistakes and never see the forest for the trees, denial and evasion raises it's ugly head. This is a sign of low self-esteem and can often be remedied by directness and recognizing the leader's strengths.

Leaders who are emotionally absent often put a negative spin on the organization's culture and therefore they discourage innovation and definitely cannot be creative.

The workforce hungers for a leader who is emotionally present and less like a robot.

When leaders do relate to others as a human being not a human doing the change is remarkable. They can then inspire their workforce and make them more exited to come to work knowing they are noticed for their value.

Every so often leaders need to self-reflect and improve their relationships both professional and personal. Like a spider web they can keep growing but there will come a day when the web will be destroyed if the organization's leaders do not stop and listen to their rational selves.

Going into too many directions without a plan or some guideline is surely an instant crash. Having poor communication and leaders who are hard to read is a sure sign of getting the least from the workforce. Leaders who scramble for control and prestige with limited input from a team or the workforce will, over a few months, increase awareness of their lackluster behavior.

When a large organization hires too many middle managers there will be conflict. Leaders often see this as progress and growth with little consideration for the bottom line financially and meeting future goals. Sustainability, balance and stability are the key words for all organizations.